Out of respect for the depth and impact of my work, I don’t chase clients, I choose them.

After decades in corporate and years spent coaching — including mentoring coaches through iPEC — I know my work is too deep (and too effective) to waste on misaligned partnerships.

If your culture is stuck, your people are disengaged, or you know something needs to change but you’re still “thinking on it” — let’s call it what it is: expensive denial. It drains morale, drives turnover, and slowly eats away at everything you’re trying to build.

If you're ready to lead like you mean it — I’m your person. If not, no hard feelings. Just... don’t wait until it hurts.

Here’s the thing I’ve learned about culture—it’s a lot like wet cement. When it’s fresh, you can shape it. But if you leave it alone too long, it hardens. And sometimes… not in the way you hoped.

I used to think culture just “happened” when you hired good people and set clear goals. (Spoiler: it doesn’t.) Culture is shaped every single day—by what you say, what you do, and what you let slide. Trust me, I’ve learned that one the hard way. Silence can speak louder than words, and not always in your favor.

When teams start feeling drained, distant, or just plain over it, it’s usually not about the work—it’s about needs not being met. Psychologists Edward Deci and Richard Ryan call them the “big three”:

• Autonomy – I get to make some choices.

• Competence – I feel like I’m learning and getting better.

• Relatedness – I feel like I belong and someone actually cares.

When these needs are met, people light up. They show up with ideas, energy, and ownership. When they’re not… you feel it. Everyone does.

So here’s my question—and it’s one I’ve had to ask myself, too:
Are you shaping your culture while the cement’s still wet… or letting it harden by accident?